Broken Arrow City Council
Meeting of: March 3, 2026
Title:
title
Consideration, discussion and possible approval of the Fiscal Year 2025-2027 collective bargaining agreement with the Fraternal Order of Police (FOP) Lodge No. 170
End
Background:
The City’s negotiating team began contract negotiations in May 2025 for a new collective bargaining agreement to begin July 1, 2025. The negotiation team consisted of Cindy Arnold, Finance Director, Lance Arnold, Police Chief of Police, and Kelly Cox, Human Resources Director.
After approximately six (6) months of negotiations, the FOP declared impasse and an arbitration hearing was pending scheduling. At an attempt to avoid arbitration, settlement agreements were exchanged and the parties reached a tentative agreement for a 2025-2027 contract (2-year contract), prior to the scheduled arbitration dates moving forward.
The tentative agreement, effective July 1, 2025 through June 30, 2027 includes the following substantive changes:
Article 2-Authority and Term. Date changes only.
Article 12-Grievance Procedure. Mirror grievance timeframe responses for FOP and City Manager. Include secondary arbitration Service in the event the Federal Mediation and Conciliation Services is unavailable.
Article 15-Dues Deduction. Change method of dues distribution to the FOP from paper check to direct deposit.
Article 20-Holidays. Remove floating holiday from list of holidays an employee may choose to work as the floating holiday is not an observed holiday. Add Martin Luther King Jr. holiday to holiday pay list. Employees who are called in on a holiday and who work the full shift on that holiday will receive compensation at 2 times their base hourly rate.
Article 21-Sick Leave. Revise sick leave incentive payout to be based on an equivalent number of hours in a day of the assigned shift as of July 30.
Article 22-Compensation. Pay will be increased by 4% effective July 1, 2025 and 4% effective July 1, 2026. Fix promotional pay disparities- if a newly promoted supervisor receives a higher pay step than a more senior supervisor within the same pay range, the pay disparity will be corrected by advancing the more senior supervisor to the same step as the person newly promoted.
Article 23-FLSA Implementation/Overtime. Increase call-out pay from four (4) to five (5) hours if call out status is for a period less than 80 hours in a seven (7) day period. Increase call-out pay from eight (8) to ten (10) hours if the call out status is for a period greater than eighty hours in the seven (7) day period.
Article 24-Longevity. (beginning at year 2, maximum 25 years of service) Beginning July 1, 2025, longevity will be increased from $325/year to $525/year. Beginning July 1, 2026, longevity will increase to $600/year. After June 30, 2027, longevity will increase to $650/year.
Article 25-Vacation. Permits employees to donate accrued vacation leave to a fellow employee who is suffering from or has an immediate family member suffering from an extraordinary or severe illness, injury, impairment, or physical or mental condition which has caused or is likely to cause the employee to take leave without pay or terminate employment. In addition, shared leave may be donated to an employee who encounters a personal crisis, which does not include a severe illness or injury.
Article 30-Retirement. Includes retiring members the opportunity to retain all attachments on city-issued handguns, and purchase their assigned duty rifle. Also provides the retiree the option to purchase non-standard issue accessories and attachments at the current price of the items.
Article 38-Duration of Agreement. Contract remains in force and effect until June 30, 2027.
Total cost includes the increase in direct costs for current personnel on salary and longevity from current. The cost is an estimation based on salaries as of February 19, 2026, and does not include merit/step which may be received between current and June 30, 2026, or steps for FY 2026-2027. Calculation does not include retroactive wages which may be applied due to promotion and/or step increase dates. 2025-2026 estimation $1,050,535.36. FY 2026-2027 estimation $1,262,143.77.
Cost: Estimated increased cost $2,312,679.13
Funding Source: Police Sales Tax Fund
Requested By: Kelly Cox, Human Resources Director
Approved By: City Manager’s Office
Attachments: 2025-2027 FOP draft
2025-2027 FOP final
Recommendation:
recommend
Approval of the Fiscal Year 2025-2027 collective bargaining agreement with the Fraternal Order of Police (FOP) Lodge No. 170
end